As participation in Compensation and Benefits surveys becomes more intuitive and therefore simpler, there are also ways to streamline the survey process for you and your company. Become a participation veteran with these simple tips.

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While wages are climbing higher, other elements besides pay such as meaningful work and purpose, are also critical drivers for workers desire to stay or go.

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Reliable survey data is now more essential than ever in today’s hyper-competitive labor market. Survey participation gives you the edge in shaping the future of your workforce.

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Over the last several years, this has been largely a “rinse and repeat” process for compensation teams as budgets have remained steady at 2.5% to 3%. But pressures have continued to mount over the past several months with both inflation and quit rates being at 20-year highs. This has resulted in many employers taking a harder look at compensation plans for 2022.

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While it may seem early to be thinking about 2023, this year many employers are starting the strategic planning process 12 months in advance of the next open enrollment – in other words, now! But if you’re just getting started, here’s help. We asked a number of Mercer experts to each pick one burning issue for employers in 2023 and beyond – and to offer some advice on how to address it.

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Accurate and timely compensation data hold even greater value this year as a new post-pandemic normalcy begins to take shape. Presently, the general economy appears to have stabilized and is starting to rebound. A closer look at the details reveals significant differences across industries, locations, and company sizes. The 2021 compensation trends we see in the data reinforce how simply aging salary survey data would be a mistake.

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Retailers are being particularly hard hit by the talent shortage. Just what is going on and what can be done to bring the workers back?

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Retailers are being particularly hard hit by the talent shortage. Just what is going on and what can be done to bring the workers back?

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